Executive Leadership 2026: From Recalibration to Implementation
Jamal Khan, Managing Partner, Amrop Carmichael Fisher
As we close the doors on 2025, it is clear that this year will be remembered as the “Great Recalibration”. For Australia’s executive leadership and the boardrooms we advise, 2025 was defined by a transition from post-pandemic volatility toward a leaner, more disciplined private-sector-led recovery.
At Amrop Carmichael Fisher, we have spent the year navigating these choppy waters alongside our clients. The global landscape shifted under the weight of heightened trade barriers and geopolitical pivots, while domestically we grappled with an inflationary cycle that tested the mettle of even the most seasoned CEOs.
2025 Retrospective: A Year of Divergence for Executive Leadership
The global economy in 2025 was a story of two halves. While the US and parts of Europe showed resilience early on, the introduction of significant trade barriers mid-year acted as a drag on global growth. In Australia, the “soft landing” widely discussed in late 2024 proved more complex than anticipated.
The Shadow of Bondi: A Defining Moment for Executive Leadership and Culture
No reflection on 2025 in Australia would be complete without acknowledging the profound impact of the tragic events at Bondi Beach on 14 December 2025.
For the Australian business community, this was more than a national tragedy. It became a watershed moment for organisational culture and leadership responsibility. In the final weeks of the year, we saw a marked shift in executive priorities:
- Psychological safety as a board mandate: Boards moved beyond “compliance-based” safety to a deeper focus on the psychological wellbeing of a workforce affected by rising social tensions.
- The rise of the unifying leader: Demand for “human-centric” leadership shifted from buzzword to requirement, with increased focus on leaders who can navigate complex social dialogue with empathy and moral clarity.
- A renewed focus on diversity and inclusion: The event reinforced that inclusion is not only a policy. It is a safeguard for cohesion and trust, particularly in periods of heightened uncertainty.
2026 Outlook: The Pivot to Purposeful Growth for Executive Leadership
As we look toward 2026, the horizon is brightening. While the global outlook remains fragilely stable, Australia is poised for a “Great Implementation”, shifting from planning for disruption to executing in a new reality.
Key Macro Trends Shaping Executive Leadership in 2026
Monetary Easing
A likely decrease in the cash rate by mid-2026 may lift confidence and capital expenditure, increasing demand for growth-focused CEOs and accelerating M&A.
Agentic AI Maturity
Moving past the “hype” phase, boards will demand leaders who can integrate AI into core operations to drive genuine productivity.
The “Humanity First” Mandate
Following the events of late 2025, the Chief People Officer becomes the most critical partner to the CEO in 2026.
Energy Sovereignty
The race to Net Zero remains one of the largest capital programs in Australia, creating a vacuum for sustainability and infrastructure specialists.
Sector-Specific Forecasts: Where Executive Leadership Demand Will Heat Up
The 2026 search market will be highly localised. We expect a bifurcation of the talent market.
- Energy and natural resources: the green industrial revolution
Australia’s role as a global renewable energy leader will reach a critical milestone in 2026. We are seeing a surge in demand for Project Directors and COOs capable of delivering large-scale wind, solar and battery storage assets. The war for talent here is no longer local. It is global. - Financial services: the trust and tech mandate
Banking and insurance are undergoing a dual transformation. The “zero trust” security mandate is driving the need for CISOs with boardroom-level communication skills. As APRA and AUSTRAC ramp up activity, we are seeing increased demand for CROs and related risk leadership. At the same time, a return of M&A activity is likely to revive search for investment and M&A heads. - Healthcare and social assistance: scaling the largest employer
As Australia’s largest employer, this sector faces a chronic leadership shortage. In 2026, we expect to see more “corporate” leaders recruited into healthcare to bring digital capability and operational efficiency to aged care and allied health.
The 2026 Boardroom: Beyond Compliance for Executive Leadership
Board search is evolving rapidly. At Amrop Carmichael Fisher, our board advisory practice is seeing three emerging requirements for 2026:
The AI-Fluent Director
Someone who can ask the right questions about algorithmic bias and ROI on tech investment.
The Geopolitical Strategist
Someone who recognises how a conflict in the Middle East or a policy shift in Washington can disrupt an Australian supply chain overnight.
The Crisis-Ready Director
Following the events of late 2025, a renewed focus on crisis management and the board’s role in guiding organisations through emergencies.
The 2026 leader is not an expert in everything, but an expert in integration, weaving together technology, human capital and social responsibility into a cohesive strategy for executive leadership teams and boards alike.
Closing Thoughts: A New Era For Australian Leadership
2025 was a year of clearing the brush. We dealt with economic recalibration and faced a moment of national mourning that reminded us of the importance of community and safe spaces.
2026 is the year we build.
With stabilising interest rates, a major infrastructure pipeline and a clearer view of our technological and social responsibilities, Australia is entering a phase of quality-driven growth. At Amrop Carmichael Fisher, we are excited to partner with executive leadership teams and boards who will shape this next chapter.
The “Great Recalibration” is over. The “Great Implementation” has begun.